«Экономика и менеджмент – 2013: перспективы интеграции и инновационного развития». Том 1

Maikovska Maria Candidate of Sciences (Economics), Associate Professor Bykova Veronika

Oles Honchar Dnipropetrovsk National University, Ukraine


The issue of personnel labor motivation is assuming its essential in all types of innovative activity.

Motivation is connected with the use of a range of specific categories and concepts, such as necessities, reasons, inducement to motivational behavior, incentives and remunerations.

Under psent-day conditions of the economic downturn the mechanism of motivation workforce at an enterprise is especially urgent. The crisis situation threatens an enterprise not only with financial problems and the loss of positions on the market but also the loss of skilled staff without whom it is impossible to overcome a crisis. Retaining key employees is one of the main tasks of management during the crisis, and it is possible to reach this aim only if the staff is informed on time and an appropriate mechanism for motivation is used.

The motivational mechanism is a set of organizational and economic, material and technical as well as social and psychological instruments and methods of inducement to effective work in order to achieve the goal of motivational policy.

The mechanism for labor motivation is pdetermined by the system of interests and incentives. The motivational aspect of labor management is widely used in countries with the developed market economy. In Ukraine the concept «labor motivation», in terms of economy, has appeared relatively recently as a result of economic reforms. It was mainly used in industrial sociology, pedagogy and psychology.

The motivational mechanism for enterprise strategic management must, in particular, serve workers` adequate self-determination to labor and employees of an organization must consider it to be a fair one.

The basis for enterprise motivational policy is the principle of complexity, in accordance with which staff motivation must be based on three main components: the potential possibilities of an employee (physiological characteristics, experience and others), personal motivational components; business tasks and objectives.

The incentives created under this mechanism should maintain employees` high satisfaction with their material welfare and morale (as company`s profit margins largely depend on them).

The creation and operation of motivational mechanism for workforce capacity management at an enterprise is based on the complex application of management methods, necessity to create certain conditions which can help to restrict negative behavior, management efforts must be directed at elimination of consequences of negative behavior, its pvention and personal motivation.

Economic motivation is a very important factor of motivational mechanism, and a pay rise would have a considerable motivational effect. Unfortunately, to solve the problem of society motivation only in terms of money factor is impossible, because practice proves that motivation by means of money is short term. Besides people are not so interested in the ultimate amount of money as they are in the amount of money they receive compared with.

The main components of labor motivational mechanism at the enterprise are:

− to improve the payment system:

− to provide employees with an opportunity to contribute to the profits of an enterprise;

− to improve labor organization, to set objectives to rising of aims, to expand labor functions, to enrich labor, productive rotary rotation;

− to apply flexible working hours and improve of terms of labor;

− to improve the structure of existing material and non-material incentives.

The motivational mechanism provides transformation of factors, principles, stimuli, reasons, value orientations, hopes, behavioral reactions from the linear discrete state into a reserved, constantly repetitive process. In structural relation, the motivational mechanism includes financial and economic methods and levers, a certain structure of managers, norms and rules of motivation, regular estimation of feasible measures.

In order to manage employees’ labor activity and form an effective motivational mechanism, we suggest introducing a motivational monitoring that is important for most enterprises, as nowadays the study of necessities and interests of personnel motivation is occasional in Ukraine. Under such conditions the existing material and non-material motivation systems at enterprises are doomed to subzero efficiency.

The motivational mechanism for enterprise strategic management, at the center of which is a person, must in particular be the result of the combination of motivational and supporting factors. Before creating the motivational mechanism for strategic management it is necessary to remove demotivating factors that may have a place at an enterprise.

Only economic stability, application of economic methods of motivation are able to make people work productively. Creation of enterprises with a high innovative culture will provide competitiveness, continuous economic growth and meet personal and collective interests of workers.